Client
A Polish retail chain offering electronics (one of the largest). In 2023, it had 328 stores in 218 towns, located mostly in shopping centers. It also runs online stores.
Challenge
Due to increased sales at the end of the year, the client commissioned us to recruit over 200 employees for positions such as:
• Cashier
• Customer Advisor Assistant
• Helpline employee (contact center).
The orders we received covered practically the entire territory of Poland (19 operational regions).
The requirement that candidates had to have was a very good knowledge of the Polish language.
These people were only needed for a period of 3 months, so this narrowed the pool of candidates we could recruit.
An additional challenge arose from the fact that there were a lot of contact/decision-makers on the client side who needed to be constantly informed and updated about order fulfillment status.
Solution
Flexible employment model
Due to the short period of employment, we proposed to the client to provide temporary workers for the peak sales season.
Local recruitment
We have begun the process of recruiting and selecting local workers who do not require accommodation.
Dedicated caregiver
Creating a dedicated role of a recruiter-supervisor and assigning these people to specific client areas.
Effects
Thanks to the implementation of the role of a consultant-recruiter from the client's operational regions, he received a person who was not only able to tell him about the status of the order, but also about all the nuances related to employing a person (she had this knowledge because she herself acquired the employees whom she ultimately advertised in stores requiring support).
By taking all the above-mentioned steps, it was possible to meet approximately 90% of the demand – nearly 180 people.
The remaining 10% included, among others, orders cancelled by the customer resulting from underestimation or recruitment of people by the customer at his own expense.
Thanks to our cooperation, instead of focusing on the entire recruitment process, the client was able to redirect his attention to current sales, generating greater profits for his network in a key period for him.
Conclusions
Thanks to our cooperation, the client had access to staff, did not have to get involved in the recruitment process and its participation actually began at the employee onboarding stage.
After the season, when needs began to decrease and the client began to resign from the employed staff, some people managed to find internal employment, directly by the client – 40 people.
Thanks to this solution, the client gained new employees in its structures who are already trained and have knowledge about the specifics of the job, minimizing the risk of potential turnover.
